Should I Hire a New Grad or a More Experienced Physio for My Private Practice?

If you’re a clinic owner wondering whether to hire a new graduate physiotherapist or an experienced clinician, you’re not alone. It’s one of the most common—and misunderstood—decisions in private practice physiotherapy hiring.

In fact, if you’re trying to hire a physiotherapist in the UK, you’ve probably realised that qualifications alone don’t guarantee success in a private practice setting.

But here’s the truth: most clinic owners get this completely wrong because they’re focusing on the wrong metrics.

In this post, I’ll walk you through exactly how to make the right hire—based on data, not emotion—so you can build a go-to clinic that gives you freedom, not more stress.

My Experience with Hiring Physiotherapists?

My name’s Dave O’Sullivan. I’ve been an international sports physio for the past 17 years, and I run a multi-therapist clinic in the North of England that I built from scratch.

Over the years, I’ve hired new grads, experienced clinicians, and everyone in between. On top of that, I’ve mentored over 1,500 therapists across 40+ countries. This gives me a unique insight into what really works when hiring—especially when it comes to understanding who’s coachable and who’s not.

The Skill-Will Matrix: Your Secret Weapon

Let’s cut through the fluff and talk about the Skill-Will Matrix—a framework I covered in depth in a recent video.

We evaluate potential hires across two axes:

• Skill Level
• Willingness to learn, adapt, and fit into your clinic’s culture

Here’s how the four quadrants break down:

1. High Skill, Low Will
   These folks are tough to manage. They often have egos, aren’t team players, and struggle to follow systems.
2. Low Skill, Low Will
   These hires are a hard no. They should’ve been gone yesterday.
3. Low Skill, High Will
   These are your high-potential new grads. They’re eager, coachable, and align with your values—even if they lack experience. If you can provide mentorship, they can quickly develop the skills needed to thrive.
4. High Skill, High Will
   The dream. Your go-to physio. But they’re rare, and many “high-skill” clinicians haven’t actually proven their ability in private practice, or they may struggle to adapt to your clinic culture.

Defining “High Skill” in Private Practice

We use data to define skill, not just years on a CV. Here’s what a highly skilled private practice clinician looks like:

• Initial Assessment Rebook Rate: ~90%
• Package Conversion Rate: ~50% (if you offer packages)
• Cancel/Did Not Rebook Rate: <8%
• Patient Visit Average (PVA): 6+ sessions

If a clinician can’t hit these benchmarks, are they really “experienced” in a private practice sense?

The Most Underrated Skills in a Physio: People Skills and Communication

I’ve seen clinicians who weren’t the best manual therapists or rehab specialists absolutely crush it in physiotherapy private practice—because they had killer people skills and knew how to truly connect with the patients they treat.

On the flip side? Clinicians with all the technical talent in the world but poor communication—struggling to retain patients or build trust.

In physio private practice, people skills often trump technical skills.

Looking for a Proactive Physio

Beyond technical skills and communication, hiring someone who is proactive can make all the difference. A proactive physiotherapist is someone who is organised, has a passion for patient care, and continuously strives to learn and grow. To ensure you are building a top-notch team, it’s important to employ physiotherapists who are eager to take initiative, solve problems before they arise, and always look for ways to improve their practice. This type of physio will integrate well into your clinic’s culture, constantly developing their skills while contributing positively to the team dynamic. When you hire a top physiotherapist with these traits, you set the stage for long-term success.

So, Should You Hire a New Grad or an Experienced Physio?

Here’s the honest answer: It depends.

When it comes to hiring a physiotherapist, ask yourself:

• Do you have strong systems and processes in place?
• Do you have time (or support) to mentor and upskill a new grad?
• Do you need a quick revenue generator or a long-term cultural fit?
• Are you willing to invest in training now for more freedom later?

If you’ve got systems in place like our Go-To Therapist Mentorship, you can onboard a new grad and have them performing in just six weeks.

If not, hiring an experienced clinician might be better short-term—but be wary of ego and low willingness to adapt.

The Bottom Line: Make an Informed Decision

Both options have pros and cons:

Real-World Hiring Scenarios

Scenario 1: The Solo Clinic Owner
You’re still on the tools, managing 25+ sessions a week. You need help yesterday. A new grad might seem cheaper, but if you don’t have time to mentor, their potential could be wasted. In this case, a low-ego, experienced physical therapist with private practice metrics is your best bet.

Scenario 2: Scaling a Team
You’ve got at least one senior physio and strong systems. This is the ideal setup for onboarding a coachable new grad and growing them into a leadership role over time. With the right mentorship and a clear pathway for professional development, you can help them thrive while strengthening your clinic’s long-term culture and capability.

Scenario 3: Replacing a Departing Senior Clinician
You’re replacing someone who was great with patients and a mentor to others. A new grad likely won’t fill that gap immediately. Consider an experienced clinician—but only if they align with your culture and growth mindset.

Want Help Deciding? Discover the Mentorship Programme

I’ve got a Skill-Will Matrix Template and hiring strategy I use with all the clinic owners in my Mentorship Program. If you want a copy, send me a message on Instagram or LinkedIn (Dave O’Sullivan Physio).

Let me know your situation, and I’d be happy to help you think it through or jump on a quick call.

Job Description: Setting Clear Expectations from the Start

When hiring a physiotherapist, whether a new grad or experienced clinician, a well-defined job description is key. This helps both you and the candidates understand exactly what’s expected. A solid job description should include:

• Key responsibilities: Outlining the scope of work clearly (e.g., assessments, treatment planning, patient education).

• Skills required: List both technical and soft skills—such as manual therapy techniques, communication skills, and the ability to work within your clinic culture.

• Experience levels: Specify the level of experience expected and how you’ll assess whether they can meet those benchmarks.

• Training and mentorship: Highlight whether you offer ongoing training and the kind of mentorship a new grad can expect, particularly if you are focusing on the long-term growth of the clinician.

• Expectations for performance: Reference the key performance metrics you care about—such as rebooking rates, package conversion rates, and patient retention numbers. Make sure they understand the skills they’ll need to develop in your practice.

A good job description will help to attract talent that aligns with your clinic’s needs, and can prevent misaligned expectations later on.

Final Thoughts

Hiring the right physio is about thinking smart, not just fast. Ask the right questions, assess willingness and skill objectively, and build the systems that allow any hire—new grad or experienced—to thrive in your clinic.

But as a clinic owner, you might not have the time to train new team members properly—especially when you’re still managing the day-to-day operations. That’s exactly why we created the Train My Clinician program: to take that load off your plate. We’ll mentor your new hire through a proven onboarding process that focuses on communication, confidence, and private practice performance—so you don’t have to.

Our goal is to ensure they hit key metrics fast and start contributing real value to your clinic from day one.

Whether you’re looking to recruit top talent or develop the potential already within your team, having the right structure in place is everything. That’s where we come in— let us help you make smarter hiring decisions that drive real growth.

If you’re interested in our Train My Clinician program, we can help you make that hire profitable within the first month—and on track for head physio numbers by week six.

Frequently Asked Questions

Is it risky to hire a new graduate physiotherapist?

Not necessarily—if you have strong systems in place. While new grads may lack private practice experience, they often bring high levels of coachability, enthusiasm, and adaptability. The real risk comes when clinic owners expect them to perform without proper onboarding or mentorship. To reduce that risk, it’s essential to refine your hiring process—from writing the job ad to asking the right interview questions that reveal coachability, communication skills, and cultural fit. With the right support and structure in place, a new grad can quickly become a high-performing team member and a long-term asset.

How do I train a new physio to succeed in private practice?

Start with a clear onboarding plan that focuses on both clinical skills and communication. Teach them the key private practice metrics (like rebooking and conversion rates), role-play patient conversations, and shadow sessions. Use frameworks like the Skill-Will Matrix to assess progress. If you provide consistent mentorship and feedback—like we do in our Go-To Therapist Mentorship Program—you can get a new grad performing within 4–6 weeks.

What metrics matter when hiring a physio?

Forget just looking at years of experience—focus on performance data instead. The most important private practice metrics include:

• Initial Assessment Rebook Rate (Target: ~90%)

• Package Conversion Rate (Target: ~50%)

• Cancel/Did Not Rebook Rate (Target: <8%)

• Patient Visit Average (PVA) (Target: 6+ sessions)

These numbers give you a real picture of how well a physio retains patients, builds trust, and contributes to clinic growth.

Can new grads become profitable hires quickly?

Yes—with the right systems and mentorship, new graduates can become profitable within the first month. In our Mentorship program, we regularly see new grads hit head physio-level numbers by week six. The key is structured training that focuses not just on treatment techniques, but also on communication, patient outcomes, and confidence-building.

What is the first step in the hiring process for a physiotherapist?

The first step in the hiring process for a physiotherapist is to create a comprehensive job description. Outline responsibilities, required skills, and qualifications. Include details about your clinic’s culture, treatment methods, and patient types to attract the right candidate and set clear expectations.

What should be included in a job description for a physiotherapist?

A physiotherapist job description should cover key duties (assessments, treatment plans, therapy), required qualifications and certifications, salary, and growth opportunities. Emphasize teamwork, especially in a multidisciplinary setting.

How can I assess the qualifications of a physiotherapist candidate?

To assess a physiotherapist candidate, check their education, registration, and certifications. Review references for past performance, ask about relevant clinical experience in the interview, and evaluate their teamwork and mentoring ability. Additionally, it’s important to assess their technical expertise, ensuring they possess the necessary skills and knowledge to meet the demands of your clinic.